How is remote work regulated in Spain? What about expenses?

Remote work is possible in Spain, and its adoption has been significantly accelerated by the COVID-19 pandemic. In response to the changing work landscape, Spain has introduced specific legislation to better regulate remote work and ensure the rights and obligations of both employees and employers are clearly defined.

The legislation, known as the "Work from Home Law" or "Remote Work Law" (Ley de Trabajo a Distancia), was passed in 2020. It provides a legal framework for remote work, distinguishing between regular remote work (teletrabajo) and exceptional remote work arrangements made necessary by force majeure situations, such as the pandemic.

Key aspects of Spain's remote work legislation include:

  • Voluntary and Reversible Agreements: Both the employer and employee must agree to the remote work arrangement voluntarily, and either party can revert to an on-site work arrangement if desired.
  • Minimum On-site Work: The law applies to workers who perform remote work for at least 30% of their working hours in a three-month period.
  • Written Agreement: The remote work arrangement must be formalized in a written agreement that covers various aspects, including the inventory of tools, working hours, expense compensation, and the designated work location.
  • Right to Disconnect: Employees have the right to disconnect outside their working hours to ensure the separation between work and personal life.
  • Expense Compensation: Employers are required to cover all expenses employees may incur as a result of working remotely, ensuring that the employee does not bear any costs related to equipment, tools, and utilities needed for remote work.
  • Equal Treatment: Remote workers are entitled to the same rights as on-site workers regarding training, career advancement, and working conditions.
  • Data Protection and Privacy: Both parties must adhere to data protection laws, and employers must respect the privacy of remote employees.

This legislation aims to promote flexibility while ensuring that remote work is carried out under conditions of professional equality with those who perform their tasks in the company's facilities. Since its introduction, many companies in Spain have adopted remote or hybrid work models, allowing for greater work-life balance and accommodating individual needs. 


The Remote Work Law (Ley de Trabajo a Distancia), implemented in 2020, addresses the framework for remote work, including the topic of expense compensation. This law mandates that employers must cover all necessary expenses incurred by employees as a result of remote work. The purpose is to ensure that working remotely does not lead to any direct or indirect costs being passed on to employees. Here are key points regarding expense compensation for remote work in Spain: 

  • Full Compensation for Expenses: Employers are required to compensate employees for all costs associated with remote work. This includes, but is not limited to, the purchase of equipment and furniture (such as computers, ergonomic chairs, and desks), internet and telephone expenses, and increased costs of utilities like electricity.
  • Written Agreement: The specifics regarding the compensation for expenses must be outlined in the written remote work agreement between the employer and the employee. This agreement should detail the inventory of tools needed for the job, the expenses that will be covered by the employer, and the method for calculating or reimbursing these expenses.
  • Negotiation and Collective Bargaining: The exact nature and amount of expense compensation can be subject to negotiation between the employer and the employee or their representatives. Additionally, collective bargaining agreements relevant to the sector or company may provide specific guidelines or standards for the compensation of expenses related to remote work.
  • Tax Implications: The Spanish tax authority (Agencia Tributaria) provides guidelines on how these compensations can be reported for tax purposes, ensuring that reimbursements made for legitimate work-related expenses do not constitute taxable income for the employee.
  • Monitoring and Adjustment: It is recommended that the arrangements for expense compensation be reviewed periodically to ensure that they remain fair and adequate over time, especially as the nature of remote work or associated costs may change.

The introduction of these regulations in Spain underscores the commitment to ensuring that employees are not financially disadvantaged by working remotely, promoting a fair and equitable approach to the new work dynamics accelerated by the COVID-19 pandemic.

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